Work engagement: Individual and situational antecedents and its relationship with turnover intention

Lucia Barbosa de Oliveira, Juliana da Costa Rocha

Abstract

Purpose – The aim of the study was to analyze individual andsituational antecedents of work engagement. More specifically, wepropose that engagement is influenced by individual differences,measured by a construct called core self-evaluations, by human resourcemanagement practices, and by leader-member exchange quality.Moreover, we investigate the relationship between engagement andturnover intention.

Design/methodology/approach – The hypotheses were testedthrough multiple regression analysis with a sample of 299 professionalsemployed by public and private organizations of different sizes andsectors of the Brazilian economy.

Findings – All hypotheses were confirmed. More specifically, workengagement was positive and significantly related to participants’ coreself-evaluations, human resource management practices, and leadermemberexchange quality. A negative and significant relationshipbetween engagement and turnover intention was also found.

Originality/value – Results showed that both HR practices andleader-member exchange quality can influence employee engagement,highlighting the importance of investments in these fields. Sinceengagement was also associated with individual differences, establishingan engaged workforce might require selection strategies that privilegeemployees who are more positive about themselves.

The RBGN has the financial support from Fundação Escola de Comércio Álvares Penteado - FECAP and development agencies Conselho Nacional de Desenvolvimento Científico e Tecnológico - CNPq and Coordenação de Aperfeiçoamento de Pessoal de Nível Superior – CAPES.

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